Managing Service Delivery Individual Report Essay

MANAGING SERVICE DELIVERY INDIVIDUAL REPORT Due Date: 26 June 2015 Joahnna Esguerra Lecturer Mujalni C. Karay Jr. 1. SERVICE QUALITY: It is the totality of features and characteristics of a product or service that bears on its ability to satisfy stated or implied needs. (American Society) It is the ability of a product or service to consistently meet or exceed customer expectations. Service quality is the relation of customer’s expectation with company’s performance. A company or business with good quality service will satisfy customer needs and continue to improve its services. It is a benchmark of how well a service was delivered in relation with customers’ expectations. This can be often assessed by customer’s feedback through personal, telephone or e-mail survey or interview. Service quality is a very important characteristics of a business to become successful. It can create good relationship between companies and customers, providing customer loyalty that increases the company’s profit by recommendations of loyal customer to other potential customers by word of mouth. For example, In the Philippines, majority of patients prefer to go to private hospitals than a public hospital even it is expensive because the quality of services of private hospitals are far better than public hospitals. According to David Garvin, there are 9 dimensions of quality namely performance, features, reliability, conformance, durability, serviceability, aesthetics,Show MoreRelatedManaging Change : Managing A Business Essay1438 Words   |  6 Pages Managing a business requires an enormous amount of time, effort, calculation, organization, commitment, examination, dedication, and cohesiveness. 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I will also look at theRead MoreIn His Capacity As An Executive At The Firm, Mr. Harvey1689 Words   |  7 Pagesinvolved with the creation and management of DC Water and Sewer Authority’s Employment Program, which entails the establishment of four (4) Job Centers focused on local hiring. Further, he has led LSC’s participation in the DC Department of Employment Services (DOES) On-the-Job (OJT) training program to hire, train and mentor numerous LSC employees as well as employees for clients. His skills in creating and leading hiring initiatives, employee training programs and employment centers have been honed overRead MoreIn His Capacity As An Executive In The Firm, Mr. Harvey1565 Words   |  7 Pagesinvolved with the creation and management of DC Water and Sewer Authority’s Employment Program, which entails the establishment of four (4) Job Centers focused on local hiring. Further, he has led LSC’s participation in the DC Department of Employment Ser vices (DOES) On-the-Job (OJT) training program to hire, train and mentor numerous LSC employees as well as employees for clients. His skills in creating and leading hiring initiatives, employee training programs and employment centers have been honed overRead MoreEvaluation Of A High Energy, Quality And Results Oriented Manager With Extensive Customer Service Essay853 Words   |  4 PagesPROFILE A high energy, quality and results-oriented manager with extensive customer service experience, leading teams to anticipate, respond to and action requests, via phone, email, web and face-to-face interactions. Oversees teams enthusiastically through day-to-day activities and change, focusing on setting clear expectations, effective feedback, training, documentation and standardized best practices. 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Increasing the number of departments increases the internal complexity of an organisation and each department often develops their own attitudes, values and goals. This regularly creates tensions among employees and can result in internal departments operating as individual silos (Daft et al, 2010). As organisational differentiation increases, coordination and

Homelessness Is A Serious Problem - 1031 Words

Homelessness is a serious problem in our society. So many people of all ages and backgrounds are out on the streets. In the article â€Å"Overview of Homelessness In America† it says that in the U.S. there are more than 3.5 million people that are homeless sometime during the year. This number is extremely high. We cannot ignore it anymore, and it needs to be reduced. Although we already have homeless shelters, they are not able to get everyone off the streets; thus, it would be better to build small, individual houses for the homeless. Most cities have at least one homeless shelter. However they usually house the homeless â€Å"just during the winter† (â€Å"DC’s plan to end homelessness is deceptive†). This does give shelter to the homeless during the cold months of the year, but people with disabilities may also need shelter other times of the year. Homeless shelters are only so big, so they cannot support all the homeless people. People are tu rned away from homeless shelters when they are too full. If homeless shelters are getting too full then we need to try another approach at decreasing homelessness. Homeless shelters alone cannot help all the homeless people. They â€Å"quickly move families out of shelters using temporary rental subsidies. This could create a revolving door into and out of shelters if families can’t make it on their own when their subsidies run out† (â€Å"DC’s plan to end homelessness is deceptive†). In the long run this does nothing to lower the number ofShow MoreRelatedHomelessness Is A Serious Problem896 Words   |  4 Pagesfundamental human need, however, not everyone gets to have a home. Homelessness is a serious problem throughout the world. 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Based on the survey it was estimated that 100 million people were homeless across the world (United Nations, 2005). Due to the lack of data, greater focus should be placed on the issue of homelessness. Considering the well-knownRead MoreEssay Homelessness in Canada1214 Words   |  5 PagesThroughout this paper I will be discussing the issue of homelessness and how it is steadily becoming a more serious problem as time progresses. I will discuss issues that surround homelessness such as the NIMBY, not in my backyard, issue and how it is causing the homeless to not receive the help that they need. This is an issue that needs to change, but due to NIMBYism, it is very difficult create such change. â€Å"One diverse population that has continued to increase over the quarter of a centuryRead MoreThe Effects Of Homeless Conditions, Drug Abuse, And Mental Illness1464 Words   |  6 Pagesconditions, self-medication and Homelessness. 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Journeys- Robert Frost Free Essays

â€Å"It’s the journey not the arrival that matters† as journeys are often a metaphor for that which transcends the physical realms of one’s travels. It is the medium for arrival that allows for the opportunity for self-discovery. The complexities of life as revealed throughout Robert Frost’s poetry, use ordinary, physical journeys in nature to demonstrate how journeys often reach beyond the physical sense in which they are composed. We will write a custom essay sample on Journeys- Robert Frost or any similar topic only for you Order Now Similarly, the novel Thirteen Reasons Why by Jay Asher and the short film, â€Å"Harvie Krumpet,† present the plight of ordinary people and the life changing possibilities of journeys. An equally prominent theme is the occurrence of the need for changing paths as obstacles arise and the effect such change has upon the arrival. These texts demonstrate how the intended destination is often not the final destination. The composers, through the use of a variety of literary and filmic techniques show these similar themes throughout the texts. Consequently, the composers are able to present their understanding of the concept of journeys Frost’s poem, â€Å"The Road Not Taken,† is an extended metaphor for lost possibilities or missed opportunities. The persona reflects upon the impacts of a decision and, perchance, what may have been. This is evident in, â€Å"I shall be telling this with a sigh/ Somewhere ages and ages hence. † Thus, the responder can conceive the persona is dubious as to whether the right decision has been made. Furthermore, the text contains repetition of the image of two roads diverging. This symbolises the arising of pivotal moments where decision are required. This aids the responder to connect with the persona as in every part of life decisions are required and choices are often difficult to arrive at. Frost also conveys the idea that journeys have a tendency to flow smoothly whether the outcomes are positive or negative. This is portrayed through the consistent rhyme scheme throughout the stanzas. The flowing rhyme scheme enables the reader to become immersed within, and to concentrate heavily upon, the hidden meanings within the text. Balanced against this is Asher’s novel, Thirteen Reasons Why, which portrays the notion that journeys are impacted upon by the decisions that individuals make, altering the course rather than sailing smoothly along the original path. Asher suggests that the final destination constantly changes as obstacles arise and are overcome, consequently allowing for self-discovery along the path. Asher demonstrates how journeys are not a solo venture. Often journeys commence within an individual but are impacted upon by the actions of others. For instance, Hannah Baker commits suicide after constant mistreatment by her peers. Her journey commenced trying to find a sense of belonging. Unfortunately, this didn’t occur and dire consequences were to be the result. This is evident in the use of ellipses to represent hesitation, reflection and the severity of consequence when Hannah states, â€Å"Do not take me for granted†¦ again,† and, †A lot of you cared, just not enough. And that†¦ that is what I needed to find out. † As a result, the responder can connect with Hannah through empathy and the understanding that self-discovery relies heavily upon the journey and the events throughout rather than arriving at the destination. Similarly, the short film, â€Å"Harvie Krumpet,† exhibits the similar theme that obstacles will be required to be overcome. Harvie’s journey is one of self-discovery that transcends the physical realms of the loss of his parents, his migration and the development of Alzheimer’s. On the contrary to Thirteen Reasons Why, Harvie retains a positive outlook on life and this enables him to constantly strive for success. Every person is unique, thus, people undertake their own unique journeys. The responder is immediately informed Harvie is unique through the use of subtitles at the commencement of the film. â€Å"Some are born great, some have greatness thrust upon them – others are just different. † Harvie’s life experiences are juxtaposed with his near always-cheerful attitude. Harvie must adapt to a foreign lifestyle after migrating to Australia yet his spirit never dies. This forces the responder into self-reflection, considering things transcending the physical realms and discovering the inner strength to continue the journey. However, Harvie’s unfortunate circumstance isn’t permanent unlike the impermanency of nature as revealed in Frost’s poem, â€Å"Nothing Gold Can Stay. † Frost uses this text to demonstrate that nature’s beauty can never remain when, â€Å"Nature’s first green is gold/ Her hardest hue to hold. The effect of this couplet is to inform the responder that often what is desired can’t last. Contained within the third couplet is an allusion to the Bible and the Garden of Eden, â€Å"Then leaf subsides to leaf/ So, Eden sank to grief. † This demonstrates how the perfection the Garden of Eden was im permanent and shows the responder that change is inescapable. The extremely simple diction of monosyllabic words throughout the entire eight-line poem helps the text to flow smoothly in the same way as â€Å"The Road Not Taken. † Frost also uses â€Å"Nothing Gold Can Stay,† to reveal how innocence changes as self-discovery occurs. Self-discovery transforms the individual and Frost uses the symbolism of a flower to demonstrate the changes occurring during life. â€Å"Her early leaf’s a flower/ But only so an hour. † Ultimately, all the composers demonstrate complimentary themes that demonstrate how it is the journey not the arrival that matters. Journeys are the medium that allows for the transcendence of physical realms and the development as an individual in the process. How to cite Journeys- Robert Frost, Papers

Diagnosis Prevention Management Of Delirium -Myassignmenthelp.Com

Question: Discuss About The Diagnosis Prevention Management Of Delirium? Answer: Introduction Delirium is a common yet often under-diagnosed or mismanaged disorder. As a result of the aging population, the disorder is becoming more prevalent (Martins Fernandes, 2012).Delirium is characterized by an inability to focus, change in cognition, reduced awareness clarity, and distractibility(Martins Fernandes, 2012).Delirium, which affects up to 50% of elderly patients, can be clinically categorized as either hyperactive or hypoactive delirium. This healthcare improvement plan will concentrate on hypoactive delirium. Under hypoactive delirium, patients are usually withdrawn and quiet (Schuurmans, Duursma Shortridge, Baggett, 2001). Although there existstrategies to detect and diagnose delirium, the disorder is oftenmisdiagnosed as dementia or not detected at all (Cole, 2005). Studies by Fick, Agostini Inouye (2002) emphasize the importance of recognizing and consequently preventing delirium. Better knowledge and understanding of delirium among professionals in the healthcare sector can lead to early detection,reduction of risk factors, and better management in the acute phase (Saxena Lowley, 2009). It is important to give attention to the identification of delirium because more than half of the cases are potentially reversible. Immediately delirium is detected, prompt management and intervention arecritical. Early patient mobilization, removal of precipitating factors and environmental changes are all warranted as soon a delirium is recognized. Once detected, delirium should be treated as an emergency. Its important to note that delirium causes a lot of distress to the patient, his or her family, the healthcare staff and even the medical institution.The families delirium patients describe the behavior and emotional manifestations as disturbing(Mailhot et al., 2014). Proper care is necessary especially for patients with hypoactive dementia. The hospital and staff should care for these patients so as to prevent the patients prolonged stay or more adverse effects. Gaps Research and treatment gaps exist in the early detection and management of hypoactive delirium. Hypoactive delirium is characterized by a quiet and withdrawn behavior, and although its presentation is more common than hyperactive delirium, the disorder is usually overlooked(Hosker Ward, 2017). Most of the patients with delirium are therefore often undertreated or underdiagnosed. It is assumed that delirium is not a problem on its own but merely a clinical symptom of other pathologies. Furthermore, although there is growing research on hypoactive delirium, there is no conclusive evidence regarding symptom association and presentation (Peritogiannis, Bolosi, Lixouriotis Rizos, 2015 ). A lot of research focusing on the primary care setting is needed. It is important to regularly assess all patients diagnosed with delirium for signs of hypoactive delirium. Diagnosing delirium earlyon is necessary so as to enable the patient and supporters to understand and accept the changes soas to pl an for the future. Providing an enriching environment to patients with hypoactive delirium is important.Delirium is usually treated through combining the treatment of presumed underlying cause and by optimizing the patient's conditions. This treatment of deliriumshould, however,be supplemented by initiating therapy and person-centered care(Hosker Ward, 2017).To facilitate their recovery, the patients need support from both their families and healthcareprofessionals. Due to the symptoms of their disorder, patients with delirium are often stigmatized. Another critical gap in relation to hypoactive delirium manifests in the educating the medical staff. Professionals and care staff who deal with delirium related cases quite oftenmisdiagnose delirium patients. Measures must be taken to sensitize the staff on ways to detect the onset of delirium at the early stages. Patients with hypoactive delirium due to their characteristic withdrawal are easily ignored. Without proper care mechanisms, these patients may end up staying in hospital longer or even agitating their symptoms. Person-centered care In relation to delirium patients, person-centered care is an approach by a medical institution that treats the staff, patients and their family as partners in developing and administering care to meet their needs. It involves considering what the people desire and want. Person-centered care is a term associated with high-quality care (Brooker, 2003). By utilizing a person-centered approach, operations can provide flexible, responsive and accessible services that meet the preferences and needs of the community. With the demographic shift in Australia and New Zealand whereby the number of old population is rapidly increasing, a person-centered approach is important to provide support in managing delirium(Australian hospital statistics 2008-09, 2010). A person-centered care approach enables patients and staff to make their own decisions and control the services their lifestyle ( Richard, Coulter Wicks, 2015). The medical care staff will have a sense of responsibility for the people they take care. The organization will also be well placed to provide responses that are culturally appropriate especially to patients with delirium. A person-centered approach in treating patients with delirium will consequently help in alleviating issues related to the identification and diagnosis of patients with delirium. The personalized care with also contribute to reducing adverse effects of delirium that often result in a prolonged stay in hospitals ( Brooker Latham, 2015). This approach will especially be significant to patients with hypoactive delirium. Such patients are often ignored because of their undemanding nature. Since the approach is community-based involving friends and family, it enables a wholesome health care system. Therefore, p erson-centered care can have significant effects on the well-being of dementia patients by helping in the prevention of delirium, its early detection, response, and management. (Dewing, 2009) Action plan. Delirium is an overlooked yet pressing concern in our health care system. It is necessary to identify the existing gaps relating to the detection, management and care services provided to the patients. Gaps in the early detection and management of delirium, environmental factors relating to delirium and the level of awareness and education exhibited by the health care practitioners need to be addressedso as to improve delirium care. This healthcare improvement plan utilizes a Plan-Do-Study-Act (PDSA) cycle conducted by a focus group to analyze and provide possible courses of action to address issues the gaps identified. Focus groups are commonly used to discuss a specified topic in a short period.A focus group allows a range of opinion to be discussed in a short period and provides a chance to mingle with others, the groups composition may inhibit some member (Whittaker, 2012). A PDSA cycle is often used to turn an idea into action and in turn connect the action to a learning experience (Langley et al., p. 97).In relation to delirium, the health care improvement plan will provide a plan to improve the healthcare practices and culture, implement the plans, determine their effectiveness in solving the issue and finally refine the procedure based on the findings. By utilizing the PDSA cycle, the first step in the action plan will be to define and design the intervention into the gaps in delirium health care. After planning how to mitigate the gaps, the actual changes will be implemented and documented. The documented information on the intervention process will then be analyzedafterwhich the finding wi ll be used to identify additional gaps or improve on the existing delirium healthcare improvement plan. Early detection and management of hypoactive delirium Hypoactive delirium, whichis characterized by a quiet and withdrawn behavior is usually overlooked (Hosker Ward, 2017). To further complicate its early detection and subsequent management, studies into hypoactive delirium have provided inconclusive evidence regarding symptom association and presentation. These characteristics have resulted in people, and healthcare practitioners having an assumption that delirium is not a problem on its own but merely a clinical symptom of other pathologies. With the number of people with delirium expected to increase as a result of an aging population, it is prudent to improve on the detection and management of hypoactive delirium(Hosker Ward, 2017). Interventions to increase early detection and management of hypoactive delirium include reducing the time between the onset of delirium symptoms and communication of diagnosis, improving on research related to identification and management and, improving the approach of health care practitioners to treating delirium.These interventions will be implemented by improving the quality of healthcare services offered in theinstitution. This will be achieved by improving the processes involved in assessing a potential case of delirium and admitting the diagnosed patient for care(Spiller Keen, 2006). An efficient system will facilitate the quick and accurate communication of diagnosis making the management of delirium easier. The support staff should also be educated on the appropriate methods of taking care of patients. To properly manage delirium, all parties involved should have all the relevant information on how to identify symptoms of hypoactive delirium and how to handle affected pati ents.The success of the intervention will be assessed based on the number of newly detected cases together with the amount of time spent in the institutions. The core limitation to this intervention is the lack of conclusive evidence on symptom association and presentation (Spiller Keen, 2006). Providing enriching environment Most patients portraying symptoms of hypoactive delirium are often misunderstood and even discriminated. An enriching environment comprises of relevant, psychological, physical, and sensory support (Bridges, Flatley Meyer, 2010). Since patients with delirium need a supportive environment of family, friends, and carers, it is necessary to design a plan that facilitates this kind of enriching environment. An enriching environment should also be safe, comfortable, and sensitive to the needs of the diagnosed patient. After discussions in the focus group, a possible strategy to mitigate risks associated with the environmental conditions surrounding delirium patients is to incorporate a comprehensive person-centered care system into the health institutions and community. The relevant institutions should provide a personalized care system that incorporates the patients, their family, and the community. The key objective in delirium management is maintaining the patients and carers quality of life(Young, Murthy, Westby, Akunne O'Mahony, 2010). This can be done by sensitizing the community and carers on the importance of knowing the characteristics of a patient with possible hypoactive delirium and why/how to respond to diagnosed patients. This strategy is expected to create awareness and bring the whole community together to tackle the delirium issue.To improve community care especially in care homes, it is important to reduce the inappropriate use of antipsychotic drugs. With a successful campaign, family, friends, and carers will have the necessary knowledge and understanding of how to take care of patients. The strategy may, however, be limited by the complex nature of hypoactive delirium in that it is characteristically hard to detect and manage. Educating staff The support staff of patients with hypoactive delirium have oftenbeen accused of ignoring the patients due to the reasoning that the patients are un-demanding.' It is therefore important to educate the staff on ways of managing and taking care of patients diagnosed with delirium.To improve the patient and staffs quality of life, an intervention to educate the healthcare staff is necessary. There exists a service delivery gap between the actual services offered by staff and what is appropriate.Patients are often misdiagnosed due to lack of crucial information. Educating the staff will help in early detection of delirium and its management. The healthcare improvement action plan will employ a comprehensive educational package that delivers information on delirium, preventive measures, treatment, and management.This will be done using small group presentations, formal presentations, and guidelines on how to detect, prevent and manage hypoactive delirium coupled with follow-up lessons (L aw, Connelly, Prentice, Rooke, 2009) Evaluation of clinical practice context PARIHS is a conceptual framework that postulates the important elements influencing the successful application of evidence-based practices (Helfrich et al., 2010). To evaluate the clinical practice contexts readiness for the suggested changes, the healthcare improvement plan used the PARIHS framework. The framework explains interactions between the context of a study, the evidence available, and facilitation of the change (Kitson et al., 2008). This tool was embedded in the evaluation because it provided a relevant guide to help in the development of the healthcare improvement plan and evaluation of the implementation process. The PARIHS tool was used to guide decisions on the design of the intervention, collection of data and the analysis of the processes while focusing on early detection and management of hypoactive delirium, providing the enriching environment and educating employees. So as to fully understand the process of implementation and the impacts to the management of deli rium, a process evaluation embedded with PARIHS was designed. Strategies for the implementation of the three evidence-based recommendations were designed. The guidelines include that institutions should adopt a person-centered care approach, the health care staff should be educated and trained on effective ways of caring for delirium patients, and effective ways of detecting and managing delirium.The core purpose of the evaluation is to determine how the interventions will be received in a delirium healthcare setting, impacts observed, and how the changes played out. In relation to the evaluation framework, the hypoactive delirium interventions can function at multiple levels within healthcare organizations context based on an assessment of the readiness using PDSAcycle.Data will be collected pre-intervention and post-intervention from healthcare institutions managing patients with hypoactive delirium.This will be obtained from pre-existing case studies, focus groups and interviews conducted afterward. Interview topics for both staff and patient interviews will be developed based on the framework and hence will include questions on early detection and management of delirium, staff education and provision of an enriching environment. The inductive and deductive analysis will be used based on Ritchie and Spencers (2002) approach to analysis. The influence that contextual factors such the individual patient (micro), the care staff (meso) and healthcare institutions(macro) will have on the implementation of the changes mustbe considered(Rycroft-Malon e et al., 2013). These themes usually interact with each other in a practical setting.Finally, facilitation is necessary to make implementation easier To enhance the chances for successful implementation of the initiatives, the suggested changes may be aligned with existing initiatives related to improving the health care of patients with hypoactive delirium. For the successful implementation of this healthcare practice improvement plan, the recommendations highlighted will need to be used in practice and impacton the management of delirium and related issues(Rycroft-Malone et al., 2013).Findings will be presented based on the main criteria of the PARIHS framework: context, evidence, and facilitation. In a practical clinical setting, it is expected that there will be dynamism and complexity underlying the findings. Quality Plan According to Donabedian (2005), the quality of health care should be measured by taking the processes, structure, and outcomes into account. Under process, we measure thedelivery of services by providers. Structure is concerned with the availability, accessibility, and quality of resources. The outcome indicates the resulting effect of the healthcare process and includes factors such as patient satisfaction, mortality, or improved health status. The healthcare improvement plan will adopt a collaborative approach to come up with a change framework to support improvements. Confusion Assessment Method (CAM) is a harmonized evidence-based method, which gives health practitioners not trained in the psychiatry field the ability to detect and correctly diagnose delirium at an early stage in research and clinical settings (Waszynski, 2004). The method utilizes four steps that collectively provide delirium healthcare practitioners the best ability to differentiate delirium from other types of disorders. The main advantages of the CAM method are that the hospital staff can adopt it in their normal day-to-day evaluation of patients. The method can also be translated into different languages so that as many patients as possible can be treated correctly regardless of the language they understand. Due to its short administering period, this delirium diagnosis and assessment tool can help in the early detection and management of hypoactive delirium. Implementing CAM, therefore, results in an improvement of delirium health care but only if the staffs are properly tr ained (Ely et al., 2001). Nurses from other wards can be trained on how to identify and care for deliriumpatients so that incase they encounter one as they are treating patients, they know how to handle the situation effectively.This will help solve the healthcare gap relating to staff education. Training the nurses the fellow nurses on skills that will help in the early detection and management of hypoactive delirium will contribute to the overall mitigation of delirium in the hospital and community.This will contribute towards bringing about change in the diagnosis and treatment of hypoactive delirium in the long run. An online training course for staff on identifying and managing delirium can be done regularly so that the healthcare practitioners are upto date with the effective ways of preventing, identifying, and managinghypoactive delirium. An online training program is an appropriate tool,especially where the medical staff are on busy schedules or need reference material as and when they suspect manifestations of hypoactive delirium symptoms. This activity will facilitate change in the healthcare system by educating employees on how to detect the onset of delirium and manage diagnosed patients. Although most health carepractitionersare trained on identification and management of delirium, new studies are being conducted to improve our understanding and response to this clinical diagnosis (O'hanlon et al., 2013). Therefore, to facilitate the implementation and success of the suggested interventions into delirium health care, the staff need to be re-trained. While staff members are re-trained on delirium care practices, the training sessions should be well documented so that future groups can reference and learn from them.This will ease the process of conducting similar re-training activities. It is, however, important to note that training activities are costly and time-consuming. Re-training session should, therefore,be conducted on a need basis. This activity will facilitate the reinforcement of existing knowledge while updating the medical staff on recent developments or approaches to hypoactive delirium. To help enforce the changes suggested, being part of the delirium representatives in the ward will provide a field experience on the conditions present in a real-world setting. The best way to ensure that the suggested changes are implemented is by personally facilitating their implementation. By being part of the delirium representatives in the ward, it will be easier to monitor, evaluate and enforce necessary adjustments aimed at implementing changes in the hypoactive delirium health care system in the particular health facility. It will make it possible to contribute towards providing an enriching environment, educate fellow staff members on important issues related to delirium, and improve the detection and management of hypoactive delirium in a clinical setup. According to Rudolf et al., (2011) delirium does not have a single causal pathway.A basicdeliriummanagementpathwaystarts from determining the risk factors for delirium based on a patients history, a clinical assessment to diagnose delirium symptoms, measures to manage the underlying causes, admission, and supervision if its determined to be an emergency, reduction of delirium, and finally managing the diagnosed patient. A person-centered collaborative care system that incorporates the patients, their family, and the community, with help in the management of delirium patients. According to Young, Murthy, Westby, Akunne O'Mahony (2010), the key objective in deliriummanagement is maintaining the patients and carers quality of life. This can be donethrough the collaboration of the patients, their family, hospital staff and thegeneral community on the importance of knowing the characteristics of a patient with possible hypoactive delirium and why/how to respond to diagnosed patients. This care system is expected to create awareness and bring the whole community together to tackle the delirium issue.A successful care plan with becharacterized by a situation where the family, friends, and carers will have the necessary knowledge and understanding of how to take care of patients The effectiveness of this health care improvement plan with be evaluated using a survey on the healthcare facility staff. The survey with collect and evaluate information so as to determine whether there was a significant improvement in early detection of hypoactive delirium and the management of diagnosed cases. This information will be collected from statistics relating to the number of new delirium patients admitted, the gap between the onset of symptoms and diagnosis and the length of stay by hospitalized delirium patients. Information related to the intervention on staff education will be collected by randomly surveying the retaining delirium knowledge. Conclusion In conclusion, hypoactive delirium remains a clinical diagnosis that needs to be critically evaluated and managed. Its presence should be approached as a medical emergency. The overall approach when dealing with delirium should start with assessment using appropriate tools or methods. Once hypoactive delirium is detected, the next step is to identify and remove the underlying cause.The only strategy that conclusively improves outcomes is the early mobilization of delirium patients. It is also important to note that patients without delirium posses the risk of developing delirium in the course of their hospitalization. The examination of delirium provides a chance for us to improve health care service towards the elderly(Inouye, Schlesinger, Lydon, 1999). Fueled by an aging demographic structure, there has been an increased need to focus on effective methods of detecting delirium early so as to better manage the disorder. The healthcare staff overseeing patients with delirium have often misdiagnosed, mistreated or ignored patients with hypoactive delirium. Therefore, it is necessary to formulate and implement changes that will assist in the early detection and management of hypoactive delirium, provide an enriching environmentconducive for delirium patients, and to educate the healthcare staff on matters pertaining to hypoactive delirium. Evaluation of the interventions aimed to ensure the changes had a positive impact and that they helped mitigate the existing service delivery gaps in hypoactive delirium healthcare. This healthcare improvement plan emphasized on the importance of a person-centered care approach. References Australian hospital statistics 2010-11. (2012). Canberra. Bridges, J., Flatley, M., Meyer, J. (2010). Older people's and relatives experiences in acute care settings: Systematic review and synthesis of qualitative studies.International journal of nursing studies,47(1), 89-107. Brooker, D. (2003). What is person-centred care in dementia?.Reviews in clinical gerontology,13(3), 215-222. Brooker, D., Latham, I. (2015).Person-centred dementia care: Making services better with the VIPS framework. Jessica Kingsley Publishers. Cole, M. G. (2005). Delirium in elderly patients.Focus. Dewing, J. (2009). Caring for people with dementia: noise and light: Sensory stimulation can have a significant effect on the wellbeing of people with dementia. Jan Dewing explains how, with some simple modifications, the care environment can be made more therapeutic.Nursing Older People,21(5), 34-38. Donabedian, A. (2005). Evaluating the quality of medical care.The Milbank Quarterly,83(4), 691-729. Ely, E. W., Margolin, R., Francis, J., May, L., Truman, B., Dittus, R., ... Inouye, S. K. (2001). Evaluation of delirium in critically ill patients: validation of the Confusion Assessment Method for the Intensive Care Unit (CAM-ICU).Critical care medicine,29(7), 1370-1379. Fong, T. G., Tulebaev, S. R., Inouye, S. K. (2009). Delirium in elderly adults: diagnosis, prevention and treatment.Nature Reviews Neurology,5(4), 210-220. Fick, D. M., Agostini, J. V., Inouye, S. K. (2002). Delirium superimposed on dementia: a systematic review.Journal of the American Geriatrics Society,50(10), 1723-1732. George, J., Bleasdale, S., Singleton, S. J. (1997). Causes and prognosis of delirium in elderly patients admitted to a district general hospital.Age and Ageing,26(6), 423-427. Helfrich, C. D., Damschroder, L. J., Hagedorn, H. J., Daggett, G. S., Sahay, A., Ritchie, M., ... Stetler, C. B. (2010). A critical synthesis of literature on the promoting action on research implementation in health services (PARIHS) framework.Implementation Science,5(1), 82. Hosker, C., Ward, D. (2017). Hypoactive delirium. BMJ, j2047. https://dx.doi.org/10.1136/bmj.j2047 Inouye, S. K., Schlesinger, M. J., Lydon, T. J. (1999). Delirium: a symptom of how hospital care is failing older persons and a window to improve quality of hospital care.The American journal of medicine,106(5), 565-573. Kitson, A. L., Rycroft-Malone, J., Harvey, G., McCormack, B., Seers, K., Titchen, A. (2008). Evaluating the successful implementation of evidence into practice using the PARiHS framework: theoretical and practical challenges.Implementation science,3(1), 1. Langley, G., Moen, R., Nolan, K., Nolan, T., Norman, C., Provost, L., (2009). The improvement guide: a practical approach to enhancing organizational performance (2nd edition). San Francisco: Jossey-Bass Publishers. Law, E., Connelly, P., Prentice, N., Rooke, D. (2009). Educating staff about delirium in an acute hospital setting.Progress in Neurology and psychology,13(6), 37-39. Mailhot, T., Cossette, S., Bourbonnais, A., Ct, J., Denault, A., Ct, M. C., ... Guertin, M. C. (2014). Evaluation of a nurse mentoring intervention to family caregivers in the management of delirium after cardiac surgery (MENTOR_D): a study protocol for a randomized controlled pilot trial.Trials,15(1), 306. Martins, S., Fernandes, L. (2012). Delirium in Elderly People: A Review.Frontiers In Neurology,3. https://dx.doi.org/10.3389/fneur.2012.00101 National Institute for Health and Clinical Excellence,Clinical Guideline 103Delirium, NICE, London, UK, 2010. O'hanlon, S., O'regan, N., MacLullich, A. M., Cullen, W., Dunne, C., Exton, C., Meagher, D. (2013). Improving delirium care through early intervention: from bench to bedside to boardroom.J Neurol Neurosurg Psychiatry, jnnp-2012. Ouldred, E., Bryant, C. (2011). Delirium: prevention, clinical features and management. Nursing Standard, 25(28), 47-56. https://dx.doi.org/10.7748/ns2011.03.25.28.47.c8398 Peritogiannis, V., Bolosi, M., Lixouriotis, C., Rizos, D. (2015). Recent Insights on Prevalence and Corelations of Hypoactive Delirium. Behavioural Neurology, 2015, 1-11. https://dx.doi.org/10.1155/2015/416792 Richards, T., Coulter, A., Wicks, P. (2015). Time to deliver patient centred care. Ritchie, J., Spencer, L. (2002). Qualitative data analysis for applied policy research.The qualitative researchers companion,573(2002), 305-329. Rudolph, J. L., Boustani, M., Kamholz, B., Shaughnessey, M., Shay, K. (2011). Delirium: a strategic plan to bring an ancient disease into the 21st century.Journal of the American Geriatrics Society,59(s2). Rycroft-Malone, J., Seers, K., Chandler, J., Hawkes, C. A., Crichton, N., Allen, C., ... Strunin, L. (2013). The role of evidence, context, and facilitation in an implementation trial: implications for the development of the PARIHS framework.Implementation Science,8(1), 28. Saxena, S., Lawley, D. (2009). Delirium in the elderly: a clinical review.Postgraduate medical journal,85(1006), 405-413. Schuurmans, M. J., Duursma, S. A., Shortridge?Baggett, L. M. (2001). Early recognition of delirium: review of the literature.Journal of clinical nursing,10(6), 721-729. Spiller, J. A., Keen, J. C. (2006). Hypoactive delirium: assessing the extent of the problem for inpatient specialist palliative care.Palliative medicine,20(1), 17-23. Travers, C., Byrne, G. J., Pachana, N. A., Klein, K., Gray, L. (2013). Delirium in Australian hospitals: a prospective study.Current gerontology and geriatrics research,2013. Waszynski, C. M. (2004). Confusion assessment method (CAM).Medsurg Nursing,13(4), 269. Whittaker, A., (2012). Research skills for social work (2nd edition). London: Sage Young, J., Inouye, S. K. (2007). Delirium in older people.BMJ: British Medical Journal,334(7598), 842. Young, J., Murthy, L., Westby, M., Akunne, A., O'mahony, R. (2010). Diagnosis, prevention, and management of delirium: summary of NICE guidance.BMJ: British Medical Journal,341.

Antitrust Claims Faced By Microsoft Corporation

In the US, the businesses are regulated by the antitrust law, which promotes and maintains healthy competition as well as controlling anti-competitive business tactics by other companies. Microsoft has fallen victim of antitrust claims in several occasions. As the United States software giant, the company has settled several antitrust claims with competitors, yet others still crop up.Advertising We will write a custom essay sample on Antitrust Claims Faced By Microsoft Corporation specifically for you for only $16.05 $11/page Learn More However, the validity of the claims elicits streams of arguments from various concerned and affected groups. This comes at a time when the federal appeals court declined to restrain the power of national attorneys general to sue companies (Mallor et al. 2010). Such injunction comes in place of the public for unproven antitrust defilement devoid of raising class action on court case limitations. The question of Antitrust c laims against Microsoft software runs back to mid-1990. The software giant had been allegedly charged by the United States Justice Department’s antitrust suit for subjecting its competitor, IBM, under discriminatory pricing as well as overcharging practices. The situation presented a stiff competitive niche to IBM. Ultimately, the settlement of the case resulted in payment of over $700 million to IBM. On the other hand, $75 was paid to the software giant as credit (Masnick 2010). It seems everyone is on Microsoft with regard to antitrust claims. The long antitrust accusation against the software giant has a significant impression to the company’s reputation irrespective of the fact that they result in remarkably little impact. Of course, the little impacts may offer the expiation why Microsoft has attachments to the recent antitrust claims against both Google and IBM. According to Masnick (2010), antitrust claims against Google and IBM reveal that Microsoft had a signi ficant contribution in it, although it played it underground. However, Microsoft has made steps inform its employees of the antitrust laws. According to Microsoft Watch, eweeks newsbreak (2009) will again be charged $2.5 million for coming in breach to the European Union due to its failure to give documentation on Windows’ inner workings. Validity of the Charges on Microsoft in respect to competitiveness of capitalist business to excel in their industries The validity of these claims falls in either side of justice. Of course, the law and demands by the authorities ought to be followed to the latter. However, the fact that such actions strive to create standardized competition will make it possible for all players of the industry to compete on one level.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Every company wants to have a competitive edge, which pushes many companies, to com e up with effective mechanisms to survive in the market. As such, it becomes fair that every business should strive to survive in the market (Mallor et al. 2010). A company should also endeavor to reach its objectives, which include, profit maximization, cost minimization, as well as expanding the market. Therefore, I fall to the admission that such advances are just since the companies they are pushed by the market. However, the extent to which such companies put out their mechanisms is not known. As such, companies may advance to put up mechanisms that will exit other companies from the market. Ultimately, unlike private litigants, the lawyers overall reserve the power of statutory authority to sue in place of state citizens and may not require to make evident they had damages as well as to the public (DeCarlo 2003). It is worthwhile to note that some decisions are necessary to manage circumstances. References DeCarlo, D. (2003, January). Exclusive remedy in a nutshell. CBS Intera ctive, Inc. Web. Mallor, J., Barnes, A., Bowers, T. Langvardt, A. (2010). Business law: The ethical, global and e-commerce environment. (14th ed.). New York: McGraw Hill/Irwin. Masnick M, (2010). Is Microsoft Behind Antitrust Claims Against Pretty Much Everyone Else Now? Retrieved from https://www.techdirt.com/articles/20100801/18221910441.shtml Microsoft Watch, eweek Newsbreak (2006). Microsoft Warns Employees of Likely Antitrust Fine. Retrieved from https://www.eweek.com/news/microsoft-warns-employees-of-likely-antitrust-fineAdvertising We will write a custom essay sample on Antitrust Claims Faced By Microsoft Corporation specifically for you for only $16.05 $11/page Learn More This essay on Antitrust Claims Faced By Microsoft Corporation was written and submitted by user Gemma Pacheco to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Compensation and Organizational Culture

Compensation and Organizational Culture Abstract This is a research paper that is based on a case study. The paper seeks to explain the compensation strategies in a company and how they impact on the culture of the organization. Microsoft Corporation is used in this case. The paper establishes the link between organizational culture and compensation policies.Advertising We will write a custom essay sample on Compensation and Organizational Culture specifically for you for only $16.05 $11/page Learn More It justifies in the explanation how these components of organizational health impact on each other. The compensation and reward system of Microsoft has been identified and analyzed. Each side of this component has been included in the analysis. In the final analysis, the paper links the compensation and reward system to the prevalent organization culture of Microsoft. Introduction Organizational culture is built on a number of things, one of them being the reward system. This is a crucial exercise because it improves the performance of employees in an organization (Heneman, 2002). Research has revealed that many companies have been working on setting up compensation systems. Compensation is one of the prevailing demands of the business environment in the modern business scenario. However, many firms keep failing in implementing the compensation systems because there are problems in the payment systems (Driskill Brenton, 2010). Compensation systems and organizational cultures are inter-linked. The ways in which compensation programs are structured and implemented have a direct impact on the culture of an organization. On the other hand, the already established organizational culture determines how the compensation programs or systems will be enforced in the organization (GoÃŒ mez-MejiÃŒ a, Berrone Franco-Santos, 2010). With highly skilled workforce, Microsoft has a compensation system, which has experienced sharp criticism in the recent times. In this article, the author l ooks into the compensation system of Microsoft Corporation. The author discusses the benefits and shortfalls of the compensation system, and how it affects the development strategy of the company (Zobal, 1999). Methodology The information used in the analysis has been sourced from academic sources, like books and journals. Non-academic sources, like company websites, have been used to supply pertinent information. Analysis has been based on knowledge and concepts from academic sources.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Linking compensation to organizational culture Many people have the assumption that true culture of an organization is portrayed in its reward and compensation system. Indeed, compensation has been termed as a core function of human resource management. When it is implemented in its true sense and meaning, compensation can reinforce the key values and culture of an organization. It can also gear the organization in achieving its strategic business objectives. The major objective of compensation is to attract and maintain the desired mix and quality of workers (Kuhn, 2009). Compensation has a direct impact on prevailing conditions employees in an organization. Compensation systems convey powerful messages concerning the practices and values of an organization towards its employees. The execution of organizational functions determines the culture of the organization. Employees programs are key to a functional organization. The benefits obtained from the output determine how the employees respond to strategies developed by an organization. This is codded in the compensation system of the organization (Cable Judge, 1993). Microsoft Corporation is a large company that has been a leader in the computing industry. The company plans on a long-term basis, depending on the long-term strategies. Compensation is based on the long-term goals of the organization; for instance, the long term survival of Microsoft Inc. is founded on the perfect compensation system applied. Compensation, incentives and related programs are aligned to the general strategy of the company. The top executive team implements and oversees successful implementation of the strategies of the company. In such a large company, compensation systems are extremely wide. They extend to even the investors of the company. Therefore, the compensation policies of Microsoft are comprehensive so that it can cover all those who ought to be covered with the program (Society for Human Resource Management, 2012). Compensation policies are related to performance measures, and top executives emphasize on the creation of value for a long-term basis. The top management is also ensuring that progress in the compensation system is communicated to the wider audience. This is in line with the goals of management of creating a strong image of the company to the publics. Co mpensation systems are reflectors of corporate governance by organization. Corporate governance is used in creating a corporate culture for the organization. Effective compensation programs bring about a robust corporate governance picture of the organization. Therefore, managers strive to improve the compensation system with the knowledge that these systems are crucial in corporate performance of the organization (Deloitte, 2009).Advertising We will write a custom essay sample on Compensation and Organizational Culture specifically for you for only $16.05 $11/page Learn More Microsoft Corporation has a compensation committee, which is one of the pointers of commitment to compensation. The company has realized the significance of compensation in strategic planning and the realization of the strategic objectives of the organization. The role of the compensation committee is discharging the responsibilities of the board as it relates to the compensation polic y of the company. The committee is bestowed with the mandate of ensuring that the company adopts policies that govern the benefits and compensation programs in the company. The committee oversees the evaluation of the compensation system of the company. It comes up with compensation policies and oversees their implementation. The committee has been given room to seek external counsel before coming up with recommendations on improving compensation programs. The recommendations made by the committee are taken to the board of the company, where they are deliberated. The Board is the chief decision maker. The committee reviews compensation at various levels of the organization and proposes recommendations to the board (Microsoft Corporation Website, 2011). Reward and Compensation system in Microsoft Corporation Microsoft is in the list of the top companies in the world in terms of wealth and success. Microsoft is a widely respected company because it has been leading in the computer ind ustry. Microsoft is a company that is entirely driven by the employees because of its nature of products. The success of the company depends on the effectiveness of the workforce. This shows that short term goals and long term goals can be achieved by developing effective workforce in an organization. This means that the employees of Microsoft form part of the most essential assets for the company. In the early stages of its operation, the company used to source its workforce from Universities. It believed that the young people from the universities were highly motivated and talented to take up the tasks in the company. However, as the company continued to grow, it realized the need to hire more experienced people. Therefore, it launched a head hunting campaign, from which it recruited experienced staffs from other companies. The experienced employees have been hugely resourceful during the growth of the organization. The company valued individual performance and encouraged performa nce through rewards. Semiannual performance reviews were done, to determine the effectiveness of all employees. The effectiveness of employees at the workplace was closely linked to bonus awards, pay increments among many other benefits.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This formed part of the company performance strategies. It is quite clear that performance goals were reached when the reward and compensation system was intact and of benefit to all employees. The formal review of the company was highly respected by everybody in the company, from management to all ranks of employees. The management held meetings with the employees and discussed the review. Common evaluations were included in the formal reviews. This was done to eliminate the unexpected deviations in the reward system. The system even gave a room for self-evaluation by the employees (Bohlander, 2010). Compensation programs have to benefit all employees of the company because all employees are players in the strategic plans of the organization. Whether the compensation committee is helping Microsoft to reach its objectives, is a question which cannot be fully answered. While Microsoft has a compensation and review system, an internal in-look of the organization reveals that there are serious flaws within the system which have serious effects on the strategic performance of the organization. One of the effects of the flawed system of compensation in Microsoft is the high rate of employee turnover. The company is losing highly skilled employees to younger companies like Google and Yahoo (Smite, Palmer Van, 2000). Problems in Compensation and Reward System There has been a reported growth in frustration amongst the employees of Microsoft due to stagnant salaries. The company takes too long to review the performance of its employees. Microsoft has 21 salary categories for its workers. Statistics from the company shows that, between the year 2004 and 2006, the minimum, midpoint and maximum compensation guidelines remained unchanged for eight salary categories. The other salary categories recorded unusually low increment, less than three percent. The compensation and reward system of the company favors the top management employees of the company. The review system i s not helping to improve the compensation programs and the reward of employees. Therefore, many critics point out that the system is inefficient (Nachtigal, 2006). The lapses in compensation and rewarding system have many negative effects to a company especially to a technological company. As it was noted earlier, organization reward and compensation system has a direct impact on the corporate culture of the firm. The corporate culture of a firm is the enticing factor of many organizations. It determines which staffs they will be able to attract from the labor market. Microsoft has been losing staffs to other competitor companies in the information technology industry because of the poor reward and compensation system witnessed in the recent year. The loss of experienced skilled workers in such an industry brings a sizeable gap. This is because the cost of hiring and training these employees is exceptionally high. In cases where the entire market is aware of the culture of the organ ization, it becomes extremely hard for a company to acquire the right employees. This has an adverse impact on the performance of the company as competition mounts from other companies that have a magnificent reward programs for their workers. Also, the overall reputation of the company is lost as the company loses creativity to continue inventing newer products for its customers in the market (Ferris, 1999). Microsoft has to copy examples from other high tech companies like Boeing. Boeing has a highly elaborate and open compensation and reward programs for its employees. Both firms employ highly skilled laborers. However, the employees of Boeing enjoy transparency on pay levels and the review system. Boeing encourages collective bargaining system. This results into collective agreements that are satisfying to all employees. The information about the salary grade levels is availed to all employees of Boeing. The rate of retention, salary adjustments and the number, layoff informatio n and all other kinds of information which is considered sensitive is also availed to Boeing employees. The review scores and annual bonuses in Microsoft are done by the management behind closed doors. The systems are so closed in Microsoft such that the employees rarely understand how the reward system is structured. Boeing has motivated employees because they understand the benefits that they get from the organization in exchange for their services. They understand the system of compensation and reward because they fully participate in it. The rate of employee retention in the company is unusually high (Griffin, 2012). The only way through which Microsoft can regain its performance is through aping the examples such as the one in Boeing. The employees of Microsoft have to be more involved in the reward and compensation programs. The company has to stop sidelining employees when making decisions or formulating policies on reward and compensation. Organizational performance advocate s note that rewards are effective when they are designed or chosen by the recipients themselves (Griffin, 2012). Conclusion Compensation and reward is a component of organizational performance management that focuses on employees. Compensation and reward systems play a crucial role in motivating the employees in organizations. Despite its popular name and presence in the market, Microsoft Corporation has been accused of having ineffective compensation system. This is affecting their performance as it is causing unrest and high turnover in its workforce. This is affecting its performance in the global markets. The company can salvage itself by reviving its reward and compensation system by copying examples from companies like Boeing. References Bohlander, G. W. (2010). Managing human resources: [Hauptbd.]. Mason, Ohio [u.a.: South-Western Cengage Learning. Cable, D. M Judge, T. A. (1993). Effects of Compensation Systems on Job Search Decisions: An Application of Person-Organization Fit. Retrieved from http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1268context=cahrswp Deloitte Website (2009). Earnings Guidance: The Current State of Play A Follow-up Discussion of Earnings Guidance and Other Forward-looking Information Provided to Investors. Retrieved from corpgov.deloitte.com/binary/com.epicentric.contentmanagement.servlet.ContentDeliveryServlet/USEng/Documents/Board%20Governance/Short-%20and%20Long-termism/Earnings%20Guidance%20Current%20State%20of%20Play_Deloitte%20FERF_071309.pdf Driskill, G. W., Brenton, A. L. (2010). Organizational culture in action: A cultural analysis workbook. London: SAGE. Ferris, G. R. (1999). Research in personnel and human resources management. Amsterdam: JAI Press. GoÃŒ mez-MejiÃŒ a, L. R., Berrone, P., Franco-Santos, M. (2010). Compensation and organizational performance: Theory, research, and practice. Armonk, NY: M.E. Sharpe. Griffin, R. W. (2012). Fundamentals of management. Mason, OH: South-Western Ceng age Learning. Griffin, R. W. (2012). Management. Mason, OH: CENGAGE Learning Custom Publishing. Heneman, R. L. (2002). Strategic reward management: Design, implementation, and evaluation. Greenwich, Conn: Information Age Pub. Kuhn, K. M. (2009). â€Å"Compensation as a signal of organizational culture: the effects of advertising individual or collective incentives†. The International Journal of Human Resource Management, 20(7). Microsoft Corporation Website. (2011). Microsoft Corporation Compensation Committee Charter. Retrieved from microsoft.com/investor/CorporateGovernance/BoardOfDirectors/committees/compensation.aspx Nachtigal, J. (2006). Rising Frustration with Microsofts Compensation and Review System. Retrieved from http://archive.washtech.org/news/industry/display.php?ID_Content=5041 Smite, P. J., Palmer, P. N., Van,. M. M. A. (2000). Strategy implementation: Readings. Kenwyn: Juta. Society For Human Resource Management. (2012). Integrating Performance Management and Rewards at Microsoft. Retrieved from weknownext.com/workplace/integrating-performance-management-and-rewards-at-microsoft Zobal, C. (1999) The â€Å"ideal† team compensation system an overview, part II, Team Performance Management, 5(1), 23 – 45.

DIS4, 6, 8 Essay Example | Topics and Well Written Essays - 1250 words

DIS4, 6, 8 - Essay Example Be prepared to discuss. From the first e-Activity, note that the GAO could not issue an opinion on the financial statements of the US government. Evaluate how this could occur considering the requirements of OMB Circular A-123. What steps would you take to alleviate the internal control problems? Differentiate between the requirements for internal controls in government agencies and those in public companies.      As per the requirement of OMB Circular A-123, we can understand the changes took places created much vulnerability in financial reporting system. This emphasized more on the term on â€Å"Internal Control† from the term â€Å"Management Control†. This may exclude many facts which should have reported earlier with obligations. In new requirements â€Å"Defines materiality for the purposes of assessing and documenting internal control over financial reporting†, this option can create loop for many important facts and figure than clearly presenting it in the financial reporting. It has created ambiguity for three different processes, they are: a) security across the government, b) improper payments and c) tax collection activities. To alleviate the internal control, the expense item I would prefer the bring in clear consideration withdrawing the category as reportable status. Clarification on money outflow has to have precisely documented while audited and clearly noted to uplift the fairness of the internal control. There are differences between government agencies and public limited companies. As the objective of report is to assess the clarification being involved in direct transactions, whereas the agencies are the external parties to report have differences in revealing the accuracy asset management revelation. DISCUSSION 2: "Expenditures" Please respond to the following: Under pressure to balance their budgets, governments at all levels have resorted to fiscal gimmicks, such as delaying the wages and salary of government em ployees from the last day of the month to the first day of the following month. In the year of the change, they thereby had one fewer period to pay.   Determine how such a change would affect the reported expenditures of a governmental fund under GAAP. Provide specific examples to support your response. Evaluate the impact of GASB Interpretation No.6, Recognition and Measurement of Certain Liabilities and Expenditures in Governmental Fund Financial Statements on the accrual and payment of the salaries. This expenditure would be accrual for the immediate period of time and then next year upon payment the accrual payable would be reported. This report will be more accumulate big accrual means there is irregularities of payments and the liabilities will move high showing lesser efficiency in the transaction handling. A government allowed accruing or additional fund liability and expenditure provided any financial resources or debt services for payment of liabilities that will be matu re in following year. This indicates under GASB rule is that the time provided is limited and the term early in the following year refers to a short time period –usually one to several days and not more than one month. Liabilities for compensation and claims of salary are generally expected to be liquidated by the available financial sources. If delay it should recognize as governmental fund liabilities against mature payment for each financial period. Unmatured liabilities like compensated absent do not

Organizational Culture Essay Example | Topics and Well Written Essays - 250 words - 1

Organizational Culture - Essay Example According to his perspective artifacts, values, and basic assumptions do not reflect separate levels of culture. This perspective tries to link the manifestations of culture to provide a deeper understanding of the overall organizational culture. Therefore, the perspectives of these two authors regarding organizational culture are very different from each other. Changing organizational culture is very significant in an organization’s effort to increase its performance. However, this culture requires continuous changes in order to sustain growth in organization’s performance. Organizational culture can be changed by following four major steps. The first step is undertaking a research on the current organizational culture. The second step is designing a strategy to change the culture while the third step is implementing the strategy designed. The final step of changing the organizational culture is the evaluation of the changes obtained from the strategy. Organizations can undertake changes on their different aspects. The changes are always very closely associated with changes in the organizational culture. This is because organizational culture results to overall change in the organization. Organizational development is regarded as a change in the primary level of organizational aspects of a company. Such changes include changes in both the individual and group level of the employees of the organization. Introduction of new technology in an organization is a challenge to both the management and members. In implementing a new accounting information system, I would begin by researching on various accounting management systems and the benefits of each of the systems. After researching, I would select the most beneficial accounting management system and then communicate to employees about the benefits that the organization would obtain from the new system. Moreover, I would inform them the benefits they can derive from the system and

Home Automation Provide For The Aged Outline Example | Topics and Well Written Essays - 1500 words

Home Automation Provide For The Aged - Outline Example This helps in alerting the wardens of unfortunate occurrences such as when the elderly people fall down in the absence of any warden. The wardens are expected to respond to the buzzing sound with immediate effect. These technologies have been clearly effective and helpful in making the lives of elderly people living in care homes aresafer and more interesting. Internet allows the elderly to connect with the outside world. Through such a technology, they can be able to get some enlightenment on what is going on past the walls. They can also be able to keep up with their passions; the things they used to love while still younger. With the buzzers, it is clearly evident that they can be helpful in making sure that there are no preventable deaths or accidents taking place in these homes. The wardens cannot be able to personally attend to all the elderly people in the care home round the clock (Meduse, Governance, Health And Medicine 2008, p. 121). This is even emphasized by the fact that some of the elderly people will also love to enjoy their own privacy at some time. This technology enables wardens to be there when they are needed. There are a number of diet problems that are common with the elderly. At the late stage of the lives of human beings, their bodies tend to need more of nutrients such as: Calcium and vitamin D for bone health; fibre to stay regular; healthy fats to lower chances of heart disease, potassium for blood pressure and to avoid fatigue and depression; and vitamin b12 for energy and brain function. For the elderly people weight is always a very big determinant of their diet. They should be neither overweight nor underweight. Due to low rates of metabolism and lack of physical activities older people are at the risk of being obese. In the other hand some of them might suffer from lack of appetite thus limiting the amount of food they consume. Some elderly

An Examination of SMEs in Vietnam

An Examination of SMEs in Vietnam Definition of SME Nowadays in Vietnam, developing small and medium enterprises (SMEs) is highly concerned by the government because a country prosperity depends lots on the health of the economy and enterprises. At the beginning of developing a market-oriented economy especially, SMEs play a key role because they take up most of enterprises in the economy, let alone creating the most of the labor force. However, up until now, there not yet exists a widely-used, complete definition on SMEs. The definition of SME is going through a process of dynamic change in parallel with the transformation from the centrally planned to market economy. Many of the definitions contained in the previous UNECE document OPA/AC.12/1 are no longer valid. The associated central and eastern European countries are gradually adapting their definitions the recommendation of the EU. The SME definition that is currently in use in the EU, is based on the Commission Recommendation 96/280/EC. Normally, to precisely define which compo nents make up a SME, we need to focus on the following criteria. In terms of qualitative measurement, there are quite a few criteria to define an SME, such as: low level of specialization, decentralization, simple administration requirements†¦ These criteria correctly reflect the nature of SME but simultaneously hard to reconcile. That is why these criteria has referential value only and rarely used in practice. In terms of quantitative measurement, the criteria are more specific and applicable. The most commonly used one is the number of people employed by the business. The second common criterion deals with finance – either the turnover or income, or asset value of the business. The third criterion relates to the independency of the SME from other business entity. This thesis will mainly deal with SME definition quantitatively since it shows clear advantage over the other, which are easy to measure and clear in scope. Since there is not yet a specific and widely-used definition for SME, it is important to take a look at different points of view and decide an overall acceptable concept in this thesis. It affects the analyses in different parts of this thesis. According to EU Commission, the main factors to determine whether an entity is a SME are labor force and either turnover or balance sheet total. Based on the commission staff working document by EU Commission, 2009 edition, the specific benchmark is as follow These ceilings apply for individual firms only. A firm which is a part of larger grouping may need to include related information from that grouping too. This definition use various sources to measure, hence, it covers most of the SME situation. Moreover, these three factors are clear in nature and easy to apply, which helps the firms as well as the government to follow and concept and apply relevant measurements. In 2010, enterprises with less than 250 employees are estimated to have accounted for 99.8% of the total number of enterprises across Europe, 66.9% of employment, 57% of turnover and 58% of value-added. Obviously, without such a clear definition, it would be so hard to statistically compute those figures and the government may neglect the mass number of SMEs in their countries. However, there still exists drawbacks concerning this concept, the most important of which is that it is not suitable for a developing country like Vietnam. For a micro enterprise in Vietnam, for example, it is almost impossible for it to own turnover or balance sheet total of 45 billion VND. Therefore, although EU has developed some reasonable criteria that we can learn to establish our own definition, it is essential for developing countries like ours to come up with one of our own. For Korea, the subject of this thesis, the government has issued legislation regarding SMEs, in which criteria are clearly stated in able to assist policy makers to identify SMEs. These criteria are divided upon specific fields. For example, in construction business, an SME entity has to have fewer than 300 frequent labors and have total investment capital of less than USD 600.000. In trading area, enterprises with less than 20 frequent labor and revenue less than USD 500.000 per year (retailers) or less than USD 250.000 per year (wholesalers) are considered SMEs. In this pool, small enterprises are those that have less than 5 frequent employees. These criteria are established in the 70s, up until now, the number of employees has increased 2 to 3 times and capital has been raised more than 10 times. This definition seems to fit more with Vietnam’s situation as Korea is also an Asia country and has similar economic background to us. It also uses the two most common indicators as labor force and capital to determine an SME. However, this definition is already outdated and adjusted to suit the current situation more. This practice makes the concept no longer appropriate to Vietnam as the economic situation between the two countries now differs quite a lot, which urges the need to develop a concept of our own, depending on the knowledge learned from other countries in the world. In our country, although there are not yet any fixed criteria to clearly define an SME, some organizations have developed their own concept to further support their activities. According to Doc 681/CP – KNT, enterprises with less than VND 5 billion in charter capital and average labor of less than 200 people per year are considered SMEs. Below are some organizations and their own definition Source: Ministry of Planning Investment However, these figures are temporarily just administration-oriented criteria to create supporting policies for SMEs. The fact that non -governmental organizations or governmental organizations develop their own concept is acceptable because they have different objectives and practices. On the other hand, such various opinions on SMEs are only referential in quality because they not yet come to a sufficient conclusion on whether an entity is or is not an SME. Therefore, the majority of intellectuals on this issue has raised to make clear this definition as an entity which has investment certificate, regardless of business type, and has capital as well as labor size that can satisfy government regulations on specific fields or through different times. From this standpoint, our government has finally come up with an official document on this matter. The Vietnamese government, defines SMEs by Decree 56/2009/ ND – CP as follow: â€Å"Small and medium-sized enterprises are business establishments that have registered their business according to law and are divided into three levels: very small, small and medium according to the sizes of their total capital (equivalent to the total assets identified in an enterprise’s accounting balance sheet) or the average annual number of laborers (total capital is the priority criterion), concretely as follows†: Table: by Business-in-Asia.com This definition sticks to criteria that have been used by EU and Korea, but tailored to fit with our economic situation. Furthermore, it divides the economy into different business sectors because of their distinctive characteristics. This definition is established using multiple statistical methods and surveys. Therefore, it is prestigious and practical enough to be used throughout this thesis Roles of SMEs Despite some disadvantages as being an SME, it still bring clear benefits and economic-social impacts due to its distinctive features SMEs considerably contribute to the government budget The contribution of SMEs into both government and local budget is considerable and on the increasing trend. The corporate survey report in 2011 showed that SMEs accounted for more than 97.6% the total number of enterprises in Vietnam, which made it the major tool to create jobs and generate income for the government budget. Income from corporate tax made 103.6% target and increased by 13% compared to the previous year in 2002. In 2003, income from SMEs took up around 15% total income, increasing 29.5% compared to the same quarters of the previous years. In 2004, income from private sector was 13.100 billion VND, occupying 7.8% budget. However, compared to government budget, the contribution of SMEs to local budget is much higher. For example, in Ho Chi Minh City, the private sector accounts for approximately 15%, 24% in Kien Giang, 16% in Dong Thap, 22% in Gia Lai, 19% in Ninh Binh, 16% in Yen Bai, 17% in Thai Nguyen, 22% in Quang Nam, 33% in Binh Dinh†¦ SMEs generate jobs and income for the labor force Due to estimation from some prestigious authorization, SMEs create 49% of non-agriculture jobs in the rural areas, which is about 25-26% of the overall labor force in Vietnam. For business sector, because of the increasing number of SMEs every year, they attracts around 45 million employees with the average income of 1.5 million VND per month. This fact means a lot in the fight to prevent unemployment and stabilize the society nowadays. The average proportion for a corporation to invest in a job vacancy is 70 to 100 million VND; meanwhile, for an SME, the number is only 210 to 280 million VND (around 3 times higher). Due to such a high level of investment, private sector is the main area attracting new employees ever year and redundant employees resulting from administration re-allocation or substantive change in the economic structure. This practice has helped stabilize and enhance the lives of the labor force. To date, more than 7 million people are now working in the private sector. This is such a positive contribution to social-economic stabilization, poverty reduction and awareness improvement. SMEs greatly contribute into the exporting activities In recent years, in line with our government policies about expanding and encouraging international trade, as well as creating the environment for all business sectors to participate in import and export activities, SMEs, especially the crafts, agriculture, aquatic industry have implemented dynamic investment into potential businesses. In specific, they actively seek for and exploit international markets, which helps a great deal in pushing export and tracking down foreign currency for the country. Up until 31/10/2014, the number of SMEs participating in exporting and importing activities takes up 80.6% and 84.2% respectively. The total exporting volume of SMEs in 2012 reached 4.108 million USD, accounting for 24.6%. For importing volume, the number was 4.789 million USD, accounting for 23.3% compared to the total export – import volume of the economy as a whole. The most remarkable thing is that SMEs in private sector has thrived to become the leading sector in exporting marine products, at around 740 million USD, accounting for 39% the total volume of this business sector. The story goes the same for almonds, at 141 million USD, taking up 42% of the total volume. With this increasing trend as these figures, SMEs will soon become the leading sector in obtaining foreign currency for the country. SMEs participate in the process of creating connection with big corporations SMEs, in the recent years, have strong connection with big corporations in supplying raw materials, implementing contracts, gradually generating supporting industries network and products distribution network especially. This is a two-way relationship, which both sides tie and support each other. The big corporations ensure markets, finance, technology and administration experience for SMEs. On the other hand, SMEs support big corporations in supporting industries and products distribution network. SMEs nurture startup spirit With relatively low investment cost, as well as limited size and business environment, individuals have room to experience and nurture ideas. The increasing number of SMEs both create fairly competitive environment and prevent monopoly in business, which brings clear advantages for new ideas. That is why SMEs are places for startups. SMEs are also the perfect places to train inexperienced staff and future leaders to prepare themselves for larger competitive markets. The great success always start from small steps, so SMEs are considered the stepping stones for a successful career. In reality, in many countries, many well-known multi-national corporations with hundreds of employees used to start as startups or small enterprises, with a few people with the same determination and business idea. Many SMEs all over the world were born in tough and flexible business environment. Later, they thrived and rapidly launched their idea into the commercial world. Many economists compare SMEs as a new breeze into the economy, bringing new business value, even in the biggest economy in the world – USA, especially in technology, communication, finance and banking. Starting with a simple idea and a small business size does not mean you stay there forever. Thriving to a successful and stable stage is always what SMEs aim for. SMEs contribute greatly in stabilization and economic restructuring by territory Normally, big corporations are often located in big cities, which exude developed infrastructure. This fact can lead to serious imbalance in economic, cultural and social development level between rural and urban areas. SMEs can greatly contribute to distribute industrial zone to different places, so the development gap among those areas can be narrowed down. The expansion of SMEs has been an essential part in creating the balance among the areas, helping them to identify potential and strength. The results are bright as those provinces can develop their own products and services, which creates industrialized and modernized economic restructuring. It can be stated that the existence of SMEs is the factor that brightens the economic picture of local areas. SMEs are the perfect complementary for the corporations network of the country, as well as those who utilize slight opportunities that big corporations often overlook. That is why SMEs are considered a vital policy tool to achieve development targets, in which is developing rural and remote areas.

Internet Chat Rooms :: Technolgy Computers Communication Essays

Internet Chat Rooms missing works cited Over the course of the last several years I have explored several on line communities such as intimate adult chat, travel, dogs, trivia, and writers. Mostly I was curious about what draws people to chat rooms and what benefit, if any, is derived from their going to chat rooms. I was also curious as to whether people actually used the information gleaned, whether it was beneficial or did they simply just check out rooms because they were lonely and wanted to find new friends who had similar interests. On a personal level, I found that once I entered a community or chat room, the more specific I was about what I was looking for, the better the information provided. I found that the information given was given freely and was generally useful. Worse case scenario was if someone didn't know they generally referred me to a source that could provide the needed information. I believe you can find just about anything on line, but what about other people? Did they share my beliefs about the in formation obtained on line? And why do I sometimes still feel more comfortable if I can "touch" the information or "talk live" to another person? Did other people feel the same way? I must admit that the romantic in me kicked in when I read stories about people donating kidneys to chat room friends or arranged a reunion between people who haven't met in over 30 years. Would I find this in my classroom survey? I decided to experiment with my English 305B class and find out. Due to time constraints I sent them each a questionnaire containing 10 questions that would hopefully determine if they shared my feeling about information gathered on line. Although they knew who sent them the questionnaire, with our instructor's assistance they were guaranteed anonymity in their responses. I had no way of determining who they were and if they answered. I'd like to begin by first stating the questions asked together with a narrative of how I interpreted the results. I sent the survey during class on May 18, 2000. There were 20 people in class and I had 11 responses, or 55% of the group replied. Questions Asked of the Group as a Whole: 1) Male or Female 6 male; 5 female My only comment is that I'm pleased about the fact that both males and females responded in almost equal numbers.

Motivation is the incentive to work Essay

Motivation is the incentive to work; hence having a motivated workforce is vital for most businesses, since a highly motivated workforce can lead to higher rates of productivity, better quality output, and low rates of absenteeism and labour turnover. The main factors which, affect the motivation of workers are pay levels, job security, promotional prospects, responsibility, working conditions, fringe benefits, participation in decision-making and working in a team There are two basic theories of motivation, content theories and process theories. Content theories deal with what actually motivates people, what needs to be satisfied in order for workers to be motivated. Maslow’s hierarchy of needs is an example of a content theory. Process theories on the other hand deal with the though processes which affect the workforces behaviour. An example of this is staff at a company working on commission, e.g. their pay is directly affected by production or their sales. I hope to improve my understanding of the different theories and how these theories are applied in real world companies. Abraham Maslow’s theory of human motivation was published in 1943. He based his theory upon his belief that actualisation was the driving force of human personality. His theory is a five-tiered hierarchy of needs, and is as such; 1.) Physiological needs – These are the basic needs to survive, food, shelter and warmth. 2.) Security needs – These are the needs for job security, security from emotional and physical harm. 3.) Affiliation needs – These are the needs for affection, belonging, acceptance and friendship. 4.) Esteem needs – The need for self-respect and to gain the respect of others 5.) Self-actualisation – The need of a person to reach there full potential. Maslow believed that each level had to be fulfilled before the next level could be achieved, but once a level had been achieved that level no longer motivated, for example, hungry man may be desperate for food, but once he eats a good meal, the promise of food no longer motivates him. I believe since, this theory was written in the 1950’s it is no longer as relevant, compared to when it was written, due to everybody’s physiological needs are met, either by the government or by their job. Security needs are met in today’s world, due to the fact that people cannot be unfairly dismissed, hence so long as they do there work correctly they are secure in their job. So these two factors are no longer motivational. Other than two levels becoming obsolete, I believe Maslow’s theory to be relevant to many companies in the business world, which in turn means that I believe Hertzberg’s theory to be relevant to most companies in the business world. An example of a company to which Maslow’s hierarchy of needs is indeed relevant, is Asda. Physiological needs are provided by Asda, but as they are no longer a motivating factor, they are considered irrelevant, since if a person were to not have a job their physiological needs would be provided for by the government. At Asda job security is provided in that, personnel, if Asda deems them, to be inadequate workers, are given an informal warning, then three official warnings, then a weeks notice would be given if there’s no improvement. The affiliation needs of people are fulfilled by each Asda employee being given a ‘buddy’, which whom, problems, qualms, etc can be privately and confidentially discussed. The esteem needs of people are met by Asda having events such as an achievers lunch, at which, that month’s best worker from each department is invited to a lunch together. There are also other things like an award for giving the best customer service each month, departmental competitions and employee’s, if they have an idea to improve Asda, can ‘tell Tony’, this is a scheme which, allows all Asda employees to participate in the running of the company. The prospect of self-actualisation is achieved by offering employees the opportunity for training, promotion, which will allow them to work their way up the job ladder, to their maximum potential. Douglas McGregor’s theory of the x and y managers was published in a book called ‘The Human Side Of Enterprise’, in 1960. His theory stereotypes all managers into two groups, type x and type y. Type x manager’s work on the assumption that all human beings have an inherent dislike of work and will avoid it if they can. Due to this they work on the principle of reward and punishment, or stick and carrot. McGregor believed that type x managers are lazy, obtuse, dislike responsibility and need to use control factors to motivate employees, such as pay. Theory x managers contradict, since it relies on employees needing only financial gain to motivate them. Theory x managers give only context factors, which, in Hertzberg’s opinion do not motivate. Theory y managers are creative and aim to develop potential. They work under the assumption that control and punishment are not the only way to get people to work. People will be more productive if they are committed to the aims of the organisation, and they will be committed if they have job satisfaction Asda attempt to use type y managers since, employees are encouraged to be creative, with ideas such as the ‘tell Tony’ scheme mentioned above. But there is one outlying principle used by Asda, which, shows that management cannot be stereotyped, in that employees are financially punished, if they receive an official warning, in that they lose their bonus. Hertzberg theory is that there are context or hygiene factors and motivators or content factors. Context or hygiene factors do not motivate, but without them there would be dissatisfaction. These factors involve the work environment rather than what people actually do on the job. Context factors are, salary, supervision, security, working conditions and status. Motivators or content factors are factors, which, motive employees and involves what people actually do on the job. These are achievement, recognition, advancement and responsibility. As with Maslow the context factors, which are the same as the physiological needs and the security needs, have to be fulfilled before the content factors can be fulfilled, which are similar to the higher tiers of Maslow’s hierarchy, but it is separated into two tiers, rather than five. I believe Hertzberg’s theory to be a modification of Maslow’s theory that is more applicable to the modern world, since modern or basic needs, no longer include only food, shelter and warmth, most people will consider a TV, car, etc, basic needs. These modern basic needs can be covered by Hertzberg’s context factors. Asda use Hertzberg’s theory, since it is a modern extension of Maslow’s theory, as I explained above. Taylor theory was not about motivation; rather it was about specialisation, which had the same final result as motivation, increased productivity and efficiency. Taylor formed the basis for all the theorists with his introduction of the scientific approach to decision making. Taylor’s theory is still applicable to all professions, since he created specialisation, which is the basis of all modern businesses. Previous to Taylor creating specialisation workers had changed jobs erratically, so people never learnt how to do a job efficiently, but when Taylor introduced specialisation people only did one type of job, weaving for example, so they became skilled in doing that specific thing, so the production line was more efficient. During this assignment I have developed a more though understanding of what motivates people and the theories developed to motivate people. Prior to completing this assignment I had failed to realise the importance of motivation.